Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits against companies. Typical cases include work discrimination, retaliation, unsettled or mispaid earnings, and failure to offer benefits like medical leave or reasonable lodging. We have actually been representing employees because 2000 and have assisted countless Dallas workers.

Our workplace is staffed by six attorneys focused solely on work law. We office out of a brought back Victorian mansion initially developed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for an employment lawyer to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to discover a certified employment attorney in Texas. Most of our customers have never needed to employ an attorney before. We advise you ask these ten concerns to discover the very best employment lawyer for you:

What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. dedicates nearly all of our practice to work law.

Do you usually represent workers or employment services? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for implementing and expanding employee rights. Because we do not represent companies, we are not worried about losing organization clients by passionately defending employees.

Are you a Texas attorney who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has actually certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law office have the required resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo specialist or does your company staff member several lawyers that can help with my case? We are a genuine law office that interacts as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas work legal representative, has an exceptional credibility. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various lawyer training conferences across the United States and worldwide.

Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.

Will you satisfy with me in person for the initial assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas employment legal representatives want to meet you personally to have a meaningful discussion about your case.

Will I meet a real attorney for my preliminary consultation? Yes. Unlike lots of law office, employment we do not utilize paralegals or non-lawyer personnel for preliminary consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we dramatically decrease the variety of initial assessments. This enables us to have a lawyer present at every initial assessment. It likewise guarantees that the clients we see are major about their case. Our company believe that many reliable work lawyers charge for a preliminary consultation. In our opinion, work attorneys who do not charge for an initial seek advice from are generally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their employers. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are individual cases, we likewise represent workers in class or collective actions and complex litigation.

Discrimination is forbidden under Title VII of the Civil Liberty Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is very important to work with an attorney before submitting a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before federal government agencies and in court.

It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment takes place when an employee experiences serious or prevalent . For instance, a supervisor who sexually bugs a subordinate can create an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning an employee’s spiritual beliefs could produce a hostile workplace.

It is unlawful for a company to retaliate versus a worker for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, office safety, unsettled overtime, employment or union arranging. Retaliatory acts consist of termination, failure to promote, or employment pay cuts. Retaliation can also include harassment or bullying developed to dissuade other employees from making grievances or doing something about it against the company. Employees who understand monetary or federal government scams may have special whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are couple of and far between.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, employment total settlement should be at least $7.25 per hour, including ideas. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped employees to pay breakage fees, walked tabs, or share ideas with kitchen staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, employment as required basis. Employers can not retaliate against workers who are seeking leave, have actually departed, or are returning from leave. After departing, an employee should be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped employee with affordable lodgings. if it would permit the employee to perform the important functions of the task. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or changing job responsibilities.

The due date to submit a work claim can be extremely short. If you are experiencing issues in your office or have actually been fired, call our workplace instantly.